Nursing Performance Appraisal Examples 5e311j

Nursing performance appraisal examples In this file, you can ref useful information about nursing performance appraisal examples such as nursing performance appraisal examples methods, nursing performance appraisal examples tips, nursing performance appraisal examples forms, nursing performance appraisal examples phrases … If you need more assistant for nursing performance appraisal examples, please leave your comment at the end of file. Other useful material for you: • performanceappraisal123.com/1125-free-performance-review-phrases • performanceappraisal123.com/free-28-performance-appraisal-forms • performanceappraisal123.com/free-ebook-11-methods-for-performance-appraisal

I. Contents of getting nursing performance appraisal examples ================== Nursing theory is a set of statements reflecting activities and methods that are the foundation of good nursing care. Therefore, it makes sense to develop nursing performance appraisals based on nursing theory. Because many nursing theories apply to different types of nursing such as intensive care, geriatric care, pediatrics and emergency medicine, it is important to develop a performance appraisal that accurately reflects the type of nursing care that is being evaluated. If facilitated correctly, the performance appraisal process can benefit the nurse, the organization, and ultimately the level of patient care. This article will explore one nursing theory and the relevant indicators to be reviewed to determine the outcome of a nursing performance review. Develop a performance appraisal document based on a standard nursing theory related to patient care. The nursing theory used for each nurse's performance appraisal should accurately reflect the kind of care the nurse is expected to provide. Begin each section of the appraisal with a statement related to the applicable nursing theory, such as the Knowledge-Based Practice theory. Follow this statement with a brief description of an observable action related to the theory, such as "The nurse strives to gain knowledge and nursing skills to provide safe nursing care." List the indicators that the nursing theory you are using for the review. For the Knowledge-Based Practice theory, for example, include an indicator like, "The nurse uses appropriate information and resources to reach patient care goals." Leave space on the performance appraisal form for the nurse to write an example of activities that illustrate how he s this indicator of the nursing theory, such as "Attend patient care meetings and use information shared to help reach patient goals."

Ask the nurse manager to complete the same form in regard to the working performance of the specific nurse being appraised. Schedule a review and discussion between the nurse manager and the nurse using both versions of the appraisal form as part of the appraisal process. Use both the nurse's and the manager's version of the nursing performance appraisal to write a final, official version. ==================

III. Performance appraisal methods

1. Essay Method In this method the rater writes down the employee description in detail within a number of broad categories like, overall impression of performance, promoteability of employee, existing capabilities and qualifications of performing jobs, strengths and weaknesses and training needs of the employee. Advantage – It is extremely useful in filing information gaps about the employees that often occur in a better-structured checklist. Disadvantages – It its highly dependent upon the writing skills of rater and most of them are not good writers. They may get confused success depends on the memory power of raters.

2. Behaviorally Anchored Rating Scales statements of effective and ineffective behaviors determine the points. They are said to be behaviorally anchored. The rater is supposed to say, which behavior describes the employee performance. Advantages – helps overcome rating errors. Disadvantages – Suffers from distortions inherent in most rating techniques.

3. Rating Scale Rating scales consists of several numerical scales representing job related performance criterions such as dependability, initiative, output, attendance, attitude etc. Each scales ranges from excellent to poor. The total numerical scores are computed and final conclusions are derived. Advantages – Adaptability, easy to use, low cost, every type of job can be evaluated, large number of employees covered, no formal training required. Disadvantages – Rater’s biases

4. Checklist method Under this method, checklist of statements of traits of employee in the form of Yes or No based questions is prepared. Here the rater only does the reporting or checking and HR department does the actual evaluation. Advantages – economy, ease of istration, limited training required, standardization. Disadvantages – Raters biases, use of improper weighs by HR, does not allow rater to give relative ratings

5.Ranking Method The ranking system requires the rater to rank his subordinates on overall performance. This consists in simply putting a man in a rank order. Under this method, the ranking of an employee in a work group is done against that of another employee. The relative position of each employee is tested in of his numerical rank. It may also be done by ranking a person on his job performance against another member of the competitive group. Advantages of Ranking Method Employees are ranked according to their performance levels. It is easier to rank the best and the worst employee. Limitations of Ranking Method The “whole man” is compared with another “whole man” in this method. In practice, it is very difficult to compare individuals possessing various individual traits. This method speaks only of the position where an employee stands in his group. It does not test anything about how much better or how much worse an employee is when compared to another employee. When a large number of employees are working, ranking of individuals become a difficult issue. There is no systematic procedure for ranking individuals in the organization. The ranking system does not eliminate the possibility of snap judgements.

6. Critical Incidents Method

The approach is focused on certain critical behaviors of employee that makes all the difference in the performance. Supervisors as and when they occur record such incidents. Advantages – Evaluations are based on actual job behaviors, ratings are ed by descriptions, is easy, reduces recency biases, chances of subordinate improvement are high. Disadvantages – Negative incidents can be prioritized, forgetting incidents, overly close supervision; may be too much and may appear to be punishment.

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